Nevada Affirmative Action: What you need to know

The state of Nevada has no affirmative action requirements for private employers. The Nevada Fair Employment Practices Act prohibits discrimination in employment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, or national origin (NV Rev. Stat. Sec. 613.350et seq.). The law applies to employers with 15 or more employees. Under the law, employers are not required to grant preferential treatment to an individual or group based on the protected categories even when there is an imbalance in the workforce. Private employers may want to consider voluntarily adopting affirmative action plans to avoid potential violations of the Fair Employment Practices Act. There is additional information and details on how to implement such plans. .

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Apprenticeships. The state Apprenticeship Council may require a written affirmative action plan as a condition of approval of apprenticeship programs (NV Rev. Stat. Sec. 610.144).

The Nevada Equal Rights Commission enforces the Fair Employment Practices Act. The Commission has the authority to initiate, receive, and investigate discrimination complaints, issue subpoenas, hold hearings, issue administrative decisions, and enforce its decisions in state court. Remedies can include hiring, reinstatement, promotion, back pay, and fringe benefits. An individual injured by a violation of the Act may also, in certain circumstances, file a private lawsuit in state court to enforce rights under the law.

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.